54REAL ESTATE FORUMOCTOBER 2017
www.globest.com/realestateforumHepfer says his first two acquisitions atHines came as a direct result of his experi-ence with Developing Leaders. “I’ve hadgreat mentors, some leading folks in SanDiego’s real estate business. It’s really beenbeneficial to me.” Burges says relationshipsformed through Developing Leaders oftenend in employment.

Some chapters of industry organizations
are just getting started with their mentorship
programs. CREW Orange County’s mentor
program has only been in existence for three
years, and CREW San Diego recently launched
its CREWmates program, an ad hoc committee under CREW Foundation. Both chapters
immediately cut to the chase, finding the best
and most effective way to launch their programs. Terri Elia, manager with the Irvine Co.
and co-chair of CREW-OC’s mentor program,
says that the first year, the committee surveyed
members to find out what they wanted to gain
from the program, how they wanted it structured and how often they wanted to meet.

“The commitment was for a rolling year,”she explains. After promoting the programto members online and in person, “we cre-ated between six and 12 pairings and askedboth mentors and mentees to be responsiblein keeping up with their part of the deal.Mentees needed to reach out to their men-tors as well.”While still in its early stages, the programis paying off. Rory Ingels, an asset managerwith BlackRock and co-chair of CREW-OC’smentor program, shares her experience as amentor in the program: “My mentee was working at a single-family developer and wanted to shift career paths to the indus-trial sector. I was able to discuss my experience in the industrialsector and set up some informational meetings with industrialexperts. She eventually did get a new job with in industrial REIT.

I would never take credit for my mentee securing a new jobbecause she is bright and articulate in her own right, but I wouldlike to hope I helped her down the path in her career change.”For CREW San Diego’s CREWmates pro-gram, simplicity was key. “Our committeebelieved in making the entire mentorshipprocess as simple as possible,” says KrystynaDunstan-Kempsell, vice chair of the pro-gram’s committee and a client executive inthe property and casualty division of Marsh &McLennan Insurance Agency LLC. “The‘matching’ process is instrumental to makingsure both mentor and mentee fit together tomake the most use out of their time.”The very foundation of CREW San Diegois based on mentorship, adds Dunstan-Kempsell, which is another advantage theseprograms have over corporate programs.“Mentorship programs through companiesmight hinder one’s ability to be completelyhonest, whereas mentorship programs withinassociations could allow an open and evenplaying field.”Universities are another valuable sourceof these programs. The Burnham-MooresCenter for Real Estate at the University ofSan Diego offers a mentorship program thatmatches MSRE students and undergradsmajoring or minoring in real estate withmentors from the school’s policy advisoryboard, real estate committee and alumnigroup for a year-long arrangement struc-tured around each participant’s scheduleand the needs of the mentee. Jackie Greulich,student and career services manager at theBMC, tells the story of one of the school’scurrent undergrad students, a Navy veteranwho was pursuing a career in development.

His mentor introduced him to a colleague at construction
firm Hensel Phelps, where he participated in an intense five-day
interview process that earned him an internship and a job after
he graduates. “He is ecstatic,” says Greulich. “We immediately
called the mentor and thanked him for the introduction, and
he said he was happy to have done it. This is an awesome story,
especially for a veteran in his early 30s. This will be a second
career for him, and he’s really thrilled.” ◆

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This advertising index is provided as an additional service. While every attempt has been made to make this index as complete as possible, the accuracy of alllistings cannot be guaranteed.I would never takecredit for mymentee securing a newjob because she is brightand articulate in her ownright, but I would like tohope that I helped herdown the path in hercareer change”